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Once a vacancy has been identified due to the creation of a new position, an existing staff member has been promoted or resigned/retired then the position is posted and announced.

The job description is updated accordingly to the open vacancy and an employee specification is written. The job description lists the duties and responsibilities of the job, whilst the employee specification gives details regarding the background, experience, skills and abilities needed to carry out the job.

The vacancy is advertised and circulated. Different types of media can be used including newspapers, internet recruitment sites, specialist publications and the Employment Service to advertise the position.

Application forms are sent out along with copies of the job description and employee specification to candidates who express an interest in the position. These must be completed and returned back before the closing date that has been set.

Candidates are reviewed and shortlist accordingly to the job specification and invited to attend an interview. This is done by the recruitment panel that compares each application form with the requirements of the employee specification. Feedback can be provided (upon request) to those not shortlisted and applicants have the right to complain if they feel they have been unfairly treated.

Once Interviews are held, the panel will use a target/competency based set interview questions with each interviewee. The interview may include a selection test. Feedback can be provided (upon request) and unsuccessful applicants have the right to complain if they feel they have been unfairly treated. See our interviews page for further information.References will be requested and cross checked for accuracy.

The successful candidate will be appointed and once a confirmed date has been decided, induction training will be arranged